Having a job after graduation would be one of the goals of students. But the dilemma is that how fit are these students for this specific job. How can we assess their skills and match it with their future jobs?
#CareerReadiness #Psychometrics #Psychometrician #PhPsychometrics
I recommend examining the CAPA-Confidence Inventory. It should be fairly helpful for selecting college majors and possible occupations from there. I have attached a research article examining and describing it and have the link to their website below.
http://www.capaexplore.com/tour1.asp
Several testing organizations have measures. For example, at ACT there is Work Keys: http://www.act.org/content/act/en/products-and-services/workkeys-for-employers/assessments.html
In the U.S.A., two widely used measures are the Armed Services Vocational Aptitude Battery (ASVAB) and the Ability Profiler (formerly the General Aptitude Test Battery, or GATB). Both are multiscale measures of cognitive abilities, verbal and otherwise, suitable for group administration. The ASVAB is, of course, used by the U.S. military for purposes of recruiting and placement, but is also offered free of charge through many schools. The GATB was used in a similar way by the U.S. Employment Service (and may still be used this way in Canada), but the Ability Profiler is intended only for use in counseling individuals - not making hiring or placement decisions. I think some other countries have developed similar instruments, but of course you will face significant challenges adapting such a test to a new culture, language, etc.
Perhaps I should add the Differential Aptitude Test (DAT), which is intended for use in middle and high schools. It is less often used in the U.S. nowadays, though it's a perfectly good test similar to the other two discussed above. And I was told, by a graduate art therapy student from the Philippines, that it was used in her high school there. Whether it had been adapted/translated or not, I have no idea.
I recommend two questionnaires:
1. SDS-Holland / Holland Self-Directed Search developed by John L. Holland, Ph.D., Barbara Fritzsche, PhD., Amy B. Powel, Ph.D.
2. Jackson Vocational Interest Survey (JVIS) developed by Douglas N. Jackson, Ph.D.
For each questionnaire we also attached the demo profile model.
As one can note, there are several testing tools available.
I have found the MyersBriggs (MBTI) personality test very robust in high-lighting areas that one could see as strengths as well as areas that one may consider developing further based on the need to fit into a specific role/s.
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